As others have stated, our company praises the commitment and hard work each department has done for the overall goal. Just seeing the big picture is vital to our success.
Managers can motivate by doing what is they want their employees to do. In order to take direction effectively from a manager it is important see them doing what they are saying. Also whether a superior is congratulating or critiquing behavior; doing so in a kind and professional manner.
Brendan,
If you're in a leadership position, then you know that you have a responsibility to your team. They look to you for guidance and strength; that's part of what being a leader is. And a big part of your responsibility is to lead them with your own actions. The greatest leaders in history led by example. Thanks for reminding us.
Cindy Bryant
Marko,
Thank you for sharing such a great practice that is working so well for your schools.
Cindy Bryant
I think that managers have to be well educated on the challenge that face the higher ed industry. They should also be abreast on situational ethics and have a strong moral integrity. It's important to keep in mind that although certain things aren't illegal they may result in a loss of reputation.
A great way to motivate employees is to remind them that they are doing a quality service in helping potential students. The feeling of helping someone can make a job both enjoyable and rewarding. When an employee realizes somebody else's college future is at stake, they are likely to take the job more seriously and do whatever possible to make sure the potential student has accurate and honest information.
When this is done, positive feedback from managers will assure that it continues to happen.
I believe that recognition among their peers will go a long way with employee’s, especially when higher management and corporate is involved. After enrollment is over and classes have begun, we have a companywide meeting to report on how the start went for the institution. This meeting will bring in our co-workers from other states, and is also video conferenced to the individuals that are not able to attend internally. I would agree that in this meeting business comes first, but this is also a great time to report on the great work that employees are doing for the company, and more importantly, for the students.
Recognition in this meeting will allow for the employee to be recognized and applauded for their contribution on a grand scale, and also allow for individuals that may not work directly with the employee to know what he/she does within the company.
Positive re-inforcement to employees are the way to go. Being very proactive in showing recognition is very beneficial to keeping the positive atmosphere high in the office environment.
Of course recognition is a great way to motivate but I feel that there's also the responsibility to lead by example. In my experience, the best way to keep others motviated is to show just how high your level of commitment is. By making sure the student's well being is a priority, the managers can not only motivate, but to walk the walk themselves.
Teri,
Positive reinforcement truly goes a long way. It is hard to implement a fully functioning positive reinforcement program for employees and maintain consistency in REAL LIFE! But it is a great first step. It is well known that consistency is the key to effective change.
Cindy Bryant
Providing positive feedback that is timely and specific is beneficial with motivating employees. In addition, our organization has employee appreciation events throughout the year to let employees know they are valued and appreciated.
Heather,
I completely agree with your theory regarding motivating employees. To some extent, a high level of employee motivation is derived from effective management practices. To develop motivated employees, a manager must treat people as individuals, empower workers, provide an effective reward system, redesign jobs, and create a flexible workplace. The effective reward could be as much as a paperweight or plaque of appreciation. Thank you for your contribution to the forum.
Cindy Bryant
Within the class it states that safe harbors were eliminated due to inappropriate recruiting practices. It was reported that they were receiving complaints from students that the students felt pressured to start classes. I agree that a college education should not be tied to an individuals compensation. Colleges should be holding themselves accountable to ensure that they are providing the best services to students. If they are providing the best services then students will want to attend that college.
I feel that as managers you can motivate employees by getting to know them on a personal level. By reminding the employees what your mission is and why you believe in the school and the mission. If you have employees who feel that they are appreciated in the workplace then they will be more successful on the job. Studies have even shown that people are motivated by recognition rather then compensation. We also motivate employees by providing lunches, ice cream socials and popcorn days to thank them for their hard work.
Jessica,
The positive approach is far more effective. An additional component to a motivational environment is to ensure that information is free flowing and free of retribution.
Cindy Bryant
I feel that positive feed back is the way to go. If everyone supports each other and gives constructive criticism by highlighting the positive work, everyone benefits in the long run.
Donna,
You can't go wrong with food. :)
Cindy Bryant
We've made our in-service trainings a very motivational experience! We provide lunch, positive feedback to the reps during the trainings, and just try to make them feel special for that day.
One way of motivating is by reminding the employee that they are doing the right by helping the student with proper procedures and/or direction. It is important to remind people of that, especially in an environment of heavy regulation.
Establishing a culture of teamwork, and staying postive with the intent to help students. We had an activity where as representatives that we could gain points and recognition by helping our team answer student questions, helping with paperwork and follow up when individuals were out of the office. I t allowed everyone to become a leader in their own right and allowed us to show our managers a different set of skills within the workplace
Using qualitative management rather than quantitative management. Ensuring that the official process of the school is followed with each student via coaching/calibration sessions, observations, feedback, scoring systems based on qualitative measurements, survey results, compliance inspections, etc.
Quantitative measurements may be used by the manager to see where strengths and focus areas appear within the team and performance. However, the standards for what is acceptable and unacceptable should fall under the qualitative approach.
Documented evidence of inspections, results, and training provided to the employee should be on file and occur on a routine basis. This documentation should be inspected by a compliance officer regularly also to ensure it is being completed by the manager.
This is a win/win/win for the student experience, a healthy employee/employer relationship, and good-standing between the school and regulatory body.
